HRD 평가 장애요인 탐색: HRD 담당자의 경험을 중심으로 = The obstacles to HRD evaluation in practice: A phenomenological study on HRD practitioners’ experiences

다국어 초록 (Multilingual Abstract)

The purpose of this study is to investigate the obstacles of HRD evaluation through analysis of evaluation experiences of HRD practitioners. 13 HRD practitioners 1:1 interviewed and the interview scripts were analyzed applying Van Kaam data analysis method. The contents were grouped into 24 categories, 7 sub-themes and 3 themes, obstacles to HRD evaluation. First, the lack of evaluation competencies of HRD staffs, instructors, and learners was an obstacle factor to HRD evaluation. Evaluation is low in both business priorities and competency development priorities for HRD practitioners, learners, and instructors lacks expertise as an evaluator. Second, the lack of interest and willingness of the leaders in the evaluation was an obstacle factor to HRD evaluation. Clear and consistent direction of leader based on HRD philosophy is required in order to vitalize HRD evaluation. Third, the lack of evaluation capacity, such as organizational values, resources, structure, and culture, is a barrier to HRD evaluation. HRD practitioners are facing lack of organizational consensus on what HRD is and what HRD to do, lack of resources such as time and information for evaluation, decision-making structures that are not based on evaluation results, and skepticism about evaluation. Three obstacle factors, lack of evaluation competency of the evaluator, lack of leader 's interest and willingness to evaluation, and lack of evaluation capacity of organization, are complex and intertwined. In order to overcome the obstacles to HRD evaluation, it is necessary to approach from the perspective of organizational development.

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